Social care is all about making a positive impact on the lives of both people and communities. A career in social care is an important and rewarding career path. Social care and social work are full of caring people who are dedicated to making a positive difference in the lives of our most vulnerable members of society. As the demand for public sector social care jobs and social work roles continues to grow, the sector opens up more opportunities for dedicated and caring people who want to make a difference. People who go above and beyond to make people feel safe, respected, well-cared for, and happy.

Whether you are considering a career in social care, or you’re an experienced social worker, you should know there’s never been a better time to join the social care sector. Dedicated professionals are in short supply and high demand. This means you’ll feel appreciated by your colleagues and clients!

We look into the benefits of working in social care and how registering with a social care recruitment agency can elevate your social work career.

1. You’re at the Heart of The Community
   Public-sector social care jobs are at the heart of community service. Working in these roles allows you to contribute to the welfare of society. Every action you take, from supporting vulnerable individuals to implementing community programmes, has a measurable impact.
    
2. Social Care Work is Flexible
   For those who value flexibility, temporary social work jobs could work out well for you. Although the roles are temporary, they enable you to experience, work with different demographics, and refine your skills while maintaining a work-life balance that suits you.
    
3. Every Day Is Different
   No two days of working in social care are the same. You’ll learn to deal with different situations daily, which is why social workers, carers, and others in the sector are adaptable and resourceful. These experiences will give you transferable life skills that you can use to benefit your own family, community, studies, and other jobs you might have in the future. You’ll be looking after different people with changing circumstances and conditions at different life stages.
    
4. You’re in Demand with No Shortage of Work
   The figures from Skills for Care Adult Social Care Workforce data show that from 2022 to 2023, the sector had around 152,000 vacancies on any given day. Currently, the sector would like to attract more men and younger people, who are under-represented in the workforce. From care assistants to support workers, there are vacancies across the country with a variety of public sector and private employers that could help you take your next step in social care or social work.
5. Make a Difference Today and Everyday
   There aren’t many jobs where you can make a difference in people’s lives, but social care allows you to do that every single day.  From helping people to live independently, to taking part in their communities and doing the things that help them to enjoy life whatever challenges they might face. A special aspect of working in social care is the way that even the smallest thing can make the biggest difference to someone who struggles daily because of poor health, disabilities, or old age. Whether it’s helping with personal care, domestic chores, cooking, or having a chat, the feeling of knowing that you’re improving someone’s quality of life makes your role worthwhile.
    
6. Training and Development
   A social care career brings training and development. As well as having the opportunity to gain formal qualifications, there’s also a huge scope to learn on the job with social care that you won’t experience with many other careers.

Social Work Agencies in the UK

With a robust network of social work agencies, each has its strengths and specialities.  Social care recruitment agencies, such as Morgan Hunt, play an important role in connecting passionate individuals with the right opportunities. At Morgan Hunt, we understand the unique demands of the social care sector, ensuring that candidates are matched with roles that align with their skills, values, and career aspirations.

Registering with a dedicated social care recruitment agency sets the stage for a rewarding career where you can make an impact on the lives of others.  Whether you are drawn to public sector social care jobs, exploring social work careers in London, or seeking flexibility in temporary roles, the social care sector offers unlimited opportunities. We cover specialist areas ranging from alcohol and substance misuse and criminal justice to disabilities, fostering, and adoptions.

At Morgan Hunt, we recruit for:

• Social workers
• Social work managers
• Adult social care professionals
• Child and youth social care professionals
• Mental health support workers
• Hostel workers

Social Work Careers in London and Beyond

London is home to an estimated 9,648,11 people. It is no surprise that England’s capital city needs more social care workers. Being a busy and diverse city presents countless opportunities for social work. From diverse communities to an array of social issues, social work jobs in London provide an enriching experience for carers looking to broaden their horizons to address the complex needs of a city population.

London is just one of the hubs. From quaint towns to rural villages, you’ll find a plethora of social work opportunities all across the UK. And thanks to Morgan Hunt’s broad network and strategic approach, you’ll gain access to the most up-to-date, fulfilling positions, located near you.

Take the Next Step

Of course, the hours can be long, the work challenging, and some moments can take a physical and emotional toll, but the rewards are plenty. With an ageing population in the UK, the care sector is a great sector in which to build a fulfilling and long-lasting career.

Whether you’re considering the next step in your career, or thinking about social care as a new career path, explore the wide range of opportunities in the care sector today.

The role of women in the workforce has evolved dramatically over the past few decades. Gone are the days when women were primarily relegated to the role of homemakers. Today, women make up a significant portion of the global workforce, juggling their professional and family responsibilities.

For working mothers, in particular, the challenge of balancing work and family life is a delicate tightrope act. Recent statistics highlight this.

• The gender pay gap remains a significant issue, with women earning approximately 14.3% less than men, highlighting the urgency for equitable opportunities.
• The average weekly cost of a full-time nursery place in Great Britain was 285.31 British pounds for under twos. These high childcare costs make flexible working arrangements essential for many working mothers who need to manage both their careers and family responsibilities.
• 65% of working mums feel there are fewer career opportunities available to them since maternity leave.

Flexible working arrangements emerged as a lifeline for working mums, providing them with the much-needed flexibility to excel in both their careers and family life.

Hear From Working Mum’s at Morgan Hunt

We've reached out to working mums within the Morgan Hunt team to hear from them about their experiences. Their insights shed light on the unique challenges they face and how flexible working has become an essential tool in their journey to success.

Kirsty Stoddart – Senior Business Manager
In her own words, Kirsty Stoddart sheds light on how flexible working has transformed her work-life balance:

"In terms of flexible working I would say the working pattern I have at the moment really helps with my family life. The fact that I finish at 3pm every day gives me time to see the kids after school and get organised for after school clubs etc without having my head in the laptop at the same time! And when I asked just a few months ago to change my working pattern, it didn’t seem to be an issue to the company or my manager."

She also underscores the crucial role of her manager, Gillies, in supporting her:

"I know it is Morgan Hunt as a company that offers the flexible working, but also I would say the backing I get from Gillies is a massive help too as he is always understanding when 'life' happens and you need to reorganise work, etc."

Kirsty also touches upon the pressure she places on herself as a part-time worker:

"The only other thing I would add is that with working part-time, it is a pressure to achieve and do all parts of your role the same as a full-time member of staff. Not necessarily that anyone is putting pressure on me, but more me putting it on myself if that makes sense!"

Amie Day – Business Manager
Amie Day shares her own challenges as a working mum:

"I have 2 children – 4 years and 2 years old and I find having a career and being a mum very hard and challenging. But Morgan Hunt have made it easier for me by allowing me to work remotely and work 4 days a week so it gives me the time to be at home and flexibility to be there for my children should I need to. It also allows me to manage my own workload and work to suit me and my family."

She emphasises the importance of understanding and support:

"This job is very pressurised and busy, especially being in education at the busiest time of year but having a great manager who is a father himself, he manages to see it through my eyes too. I think more people need to be understanding that not only do we do a good job, but we are a mum to very demanding little people. You need a good team network and support around you who are understanding and considerate."

Annabelle Walster – Business Manager
Annabelle Walster recounts her experience of returning to work after having her second child:

"Returning to work after having my second child was a real shock to the system! It’s difficult to juggle the demands of being a mum whilst still being successful in your career. I am lucky to have had the support of my team in Manchester and in particular my Director, Eliot who has made retuning to work a whole lot easier with his support and understanding he has given me"

She goes on to explain how flexible working has helped her:

"Being able to work in a flexible way has helped me immensely! Living quite a distance from the office, working from home 3 days per week means I get to spend quality time with the children in the evening, something which wouldn’t have been possible before we worked flexibly due to the commute."

Annabelle highlights the challenges of working part-time in a demanding industry:

"Although for me, working 4 days a week is a huge positive, it does present challenges when working in a demanding industry such as recruitment. Having a work from home set up means I can overcome these challenges and speak to my candidates and clients outside typical working hours to ensure my business still runs smoothly!"

Challenges and Future Developments

Women in the UK are putting in more time at work than ever before thanks to flexible and hybrid working policies that sprang up during the pandemic, an analysis of official data by Bloomberg shows. However despite the numerous benefits of flexible working, challenges remain.

There has been a push to return more workers into the office, which risks undercutting a surge in the hours the women spend on the job.

• Amazon has issued a warning to staff who are not spending at least three days a week in the office, with Meta releasing a similar statement.
• Zoom has asked employees to come in for at least two days a week.

Hybrid working, such as coming into the office two to three days a week, doesn’t necessarily fall into the flexible working bracket and can bring huge benefits including improved collaboration and enhanced team dynamics. It’s important to strike the right balance and understand the nuances of hybrid and flexible working and what works for the individual.  

The concern is that this shift back to the office may affect women disproportionately. The pandemic had increased men's involvement in household responsibilities as more of them worked from home. However, the return-to-office mandates by companies could undermine this progress, creating conflict in two-career households. The reduced flexibility that comes with a return to the office may lead to a less equitable division of household tasks, which in turn can impact equality at home and work. It's a reminder that the benefits of flexible working go beyond gender equality and are vital for a diverse and inclusive workforce.

The Benefits of Flexible Working for Working Parents

• Improved Work-Life Balance: Flexible working arrangements empower working parents to better balance their career and family commitments.
• Reduced Stress: With more control over their schedules, working parents can reduce stress and burnout, leading to better mental and emotional well-being.
• Enhanced Job Loyalty: Offering flexible work options can lead to increased loyalty from working parents, as they appreciate the support provided by their employers. 9 in 10 parents said they would feel more loyal to an employer who offered them flexible working opportunities.
• Career Progression: Flexible working doesn't have to mean sacrificing career ambitions. Many organisations support and promote working parents, helping them advance professionally.
• Increased Productivity: Studies have shown that employees with flexible working arrangements often report higher productivity and job satisfaction. 9 in 10 employees consider flexible working to be a key motivator to their productivity at work.

Working mums are a vital part of the modern UK workforce, and their contributions should be celebrated and supported. Flexible working arrangements provide a lifeline to working mothers, allowing them to excel in their careers while still being there for their families. As society continues to evolve, it's crucial for businesses and policymakers to prioritise and promote flexible working options.

Empowering working mums is not just a matter of gender equality; it's a smart investment in a happier, healthier, and more productive workforce, and a step toward addressing the gender pay gap. If you'd like further advice or guidance, don't hesitate to reach out to us at info@morganhunt.com. 

In an increasingly diverse and inclusive world, companies are becoming more aware of the value of different perspectives and unique talents that neurodiverse employees bring to the table. Neurodiversity refers to the range of neurological differences that encompass conditions like autism, ADHD, and dyslexia, among others. To harness the full potential of neurodiverse employees, businesses are recognising the importance of creating neuroinclusion office designs. These environments are not only beneficial for employees with neurological differences but also contribute to a more innovative, creative, and dynamic work culture.

The Importance of Neuroinclusion Office Design

Neuroinclusion office design goes beyond physical spaces; it encompasses a culture of acceptance, respect, and support for neurodiverse employees. Here are some key reasons why it is important:

1. Enhanced Productivity
   A well-designed neuroinclusion office can improve the productivity of neurodiverse employees. In the UK, where approximately 1 in 100 people are on the autism spectrum, a study found that accommodating neurodiversity can lead to increased productivity and business performance.
    
2. Talent Attraction and Retention
   Creating an inclusive workspace signals to potential hires that your company values diversity and inclusion. This is crucial in the UK, where only 22% of autistic adults are currently in any kind of paid employment. An inclusive workplace can help retain neurodiverse employees, reducing turnover and the costs associated with hiring and training new staff.
    
3. Increased Innovation
   Neurodiverse individuals often possess unique skills and perspectives that can contribute to innovative problem-solving and creativity. By fostering a neuroinclusion office design, the UK workplace can tap into this potential and lead to more innovative solutions and ideas.
    
4. Compliance with Legal Standards
   In the UK, the Equality Act 2010 protects employees and job applicants from discrimination on the grounds of disability. A neuroinclusion office design demonstrates a commitment to compliance and social responsibility.
    
5. Positive Public Image
   90% of the British public believes that employers should do more to support neurodiverse individuals. Companies that champion neuroinclusion gain a positive reputation, attracting customers and partners who appreciate diversity and inclusive business practices.

The Benefits of Neurodiverse Employees

Neurodiverse employees bring a unique set of skills and perspectives to a team. Recognising and harnessing these benefits can lead to a more dynamic and high-performing workplace:

• Attention to Detail
  Some neurodiverse individuals have an exceptional ability to focus on intricate details, making them invaluable for tasks that require precision, quality control, and pattern recognition.
   
• Creative Problem-Solving
  Neurodiverse individuals often approach problems from unconventional angles, thinking "outside the box." This innovative thinking can lead to breakthrough solutions and ideas.
   
• Reliability and Consistency
  Many neurodiverse employees excel in routines and can be relied upon to deliver consistent and high-quality work.
   
• Diverse Perspectives
  Embracing neurodiversity enriches your team with a broader range of perspectives, leading to more robust decision-making and problem-solving.

Creating a Neuroinclusion Office Design

To create a neuroinclusion office design in the UK, consider the following strategies:

1. Sensory-Friendly Spaces
   Design areas that cater to a variety of sensory needs. This includes quiet rooms for focus, adjustable lighting, noise-cancelling headphones, and comfortable furniture.
    
2. Flexible Workstations
   Allow for flexibility in desk arrangements, giving employees the option to choose an environment that suits their needs.
    
3. Clear Communication
   Implement clear communication strategies, such as visual schedules, to facilitate understanding and reduce anxiety for neurodiverse employees.
    
4. Training and Awareness
   Provide training for all employees to raise awareness about neurodiversity and create a supportive workplace culture.
    
5. Reasonable Accommodations
   Offer individualised accommodations to support the specific needs of neurodiverse employees. These may include flexible work hours, assistive technologies, or ergonomic adjustments.

In conclusion, neuroinclusion office design is a critical aspect of fostering a diverse, inclusive, and innovative workplace in the UK. By recognising the value of neurodiverse employees and creating an environment that supports their unique needs, companies can harness the full potential of their teams, improve productivity, and contribute to a more inclusive and equitable future for all employees.

If you want further advice on how to support your neurodiverse employees, contact us at info@morganhunt.com.